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FOCUS: Performance Management Cycle

FOCUS is Yale's annual performance review process for staff. It follows a specific performance management cycle that includes feedback and ongoing coaching. Click here for a high-level view of the annual process and click here for a year-long timeline. See below for a more detailed look at the steps in the cycle. You may also participate in a new e-Learning tool to more effectively understand the performance management cycle.

Performance Management Cycle

Step When? What?
1

Mid Aug - End Sept

To begin the process, the supervisor and employee create the employee’s annual performance and developmental goals, objectives or accountabilities.  (This may be done simultaneously with the end-of-year performance discussion.)
2 Jan - End Feb At mid-year, the supervisor and employee meet to discuss progress the employee has made toward accomplishment of goals, objectives or accountabilities.  Determine if the employee is on-track to meet his/her goals.  If not, a plan to get them back on-track should be discussed and agreed upon.
3 Mid May - Mid June Preparing for the end of year discussion, the employee completes a self-assessment of his/her performance during the year (optional) and forwards it to the supervisor.  The supervisor also solicits feedback about the employee’s performance from the dual report supervisor, and if applicable, from faculty and clients.
4 Mid June - Mid July With any input obtained from the employee and others, the supervisor writes the employee’s performance narrative indicating a rating and how the employee performed on each goal, objective or accountability.  An overall narrative and rating is also provided.  A suggested salary increase is proposed and forwarded to the 2nd level reviewer for approval. The 2nd level reviewer is the supervisor's supervisor or other designated senior manager.
5 Mid July - Mid Aug The 2nd level reviewer is responsible for reviewing and approving all of the narratives and ratings for the unit to ensure consistency and fairness of ratings (calibration).  A formal meeting among senior managers in a department (calibration meeting) may also take place to ensure consistency and fairness.
6 Mid Aug - Mid Sept The supervisor and  the employee meet to discuss the employee’s performance for the year, individual and overall ratings, and the employee is informed of his/her salary increase.
A discussion of performance and developmental goals for the next performance cycle may take place as well.